An updated version of the other deck (https://www.slideshare.net/kevingoldsmith/how-does-salary-work-the-lead-developer-berlin-2019-extended-remix) with a typo fixed and some unnecessary transition slides removed. Slideshare has removed the ability to update slides.
You make a hire for your team. The person wants 20% more than anyone else. Should you give it to them?
Your manager gives you a 5% raise budget for your team. Do you give them all 5% or give one person 15% and the rest 1%?
You think you are giving a great raise to one of your top performers, but they let you know that they expected much more.
A person on your team approaches you because they got a job offer for 10% more than their current salary. Should you try to match it?
The management debt that gets accrued by poor decisions around salary is extremely painful to fix. In this talk, I will give you the tools and ideas that you can use to be well prepared for the next salary review. I will help you avoid accruing management debt around pay in your team.
How is the salary budget calculated? How you can argue for the extra budget to adjust someone that is not being paid well. Where you can find extra money to make a meaningful difference for someone. Why sometimes it is better to do no raise at all, then do a small one. How you handle the conversation when someone isn't happy with their increase. How do you decide what salary to offer a candidate? How can you make sure that you are not increasing pay disparity between different groups?
These are problems that Dev Leads face all the time. The impact of making a wrong decision is massive to an individual. The mistake of paying someone too little or too much can affect them for years.
Understanding how salary works helps you create a happier and healthier team.
[This talk was given at The Lead Developer conference in Berlin, Germany on December 6, 2019. The slides here include sections of the presentation that I had to cut for time.]
5. Benchmarks salaries
Estimates Revenue
for next year and staff
costs
Decides which projects to fund
for next year
Q3
People Team
Leadership Team
Finance Team
Leadership Team
Decides how many
people to hire for
next year
8. Generates Budget
Q4
Reviews and updates
budget, including hiring plan
Leadership Team
Decides how many
people to hire for
next year
Finance Team
Leadership Team
11. Q4
Reviews and updates
budget, including hiring plan
Approves Budget
Leadership Team
Board of Directors
Finance Team
Generates a hiring and
salary review plan
22. @KevinGoldsmith
Things to
consider
● Their current salary
● Their previous salary (potentially)
● Their experience
● Your company’s stage of growth
● Your companies’ salary bands for the role/level
● The scarcity of the skills needed for the role
● Your budget for the role
● If they are a member of an under-represented
group
● When is their next pay review?
32. @KevinGoldsmith
Things to
consider
● Their performance relative to their role/level
● Their place in the salary band
● Their previous raises
● Their velocity
● Are you promoting them?
● Your total salary budget
43. @KevinGoldsmith
Things to
consider
● The salary review conversation is not a negotiation
(in most companies and cultures)
● You are representing the company, be prepared to
defend the numbers (even if you disagree)
● Your message should be consistent with your
performance guidance through the year
● Do not make a promise you can’t keep (“if you do
<X> this next period I will get you that raise”)